Supporting Information - Our People
Staff retention |
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The following graphs show the relative proportions of men and women
retained
from three cohorts of postgraduate science staff—those recruited
from 1993
to 1995, 1995 to 1998, and 1998 to 2001.
Paying market salaries for science staff |
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A scientist’s life: how we derived our data |
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Data for ‘a scientist’s life’ were obtained from both company databases and a survey of 25% of scientists. Data sources and calculations are shown in the following table. Data were expressed per scientist full time equivalent (FTE).
Indicator |
Calculation |
Producing work with a value of $234,000 |
Total parent company revenue (excluding
subsidiaries and sundry items)/ |
Working 1530 hours, including 15 days in the field and 5 days overseas on work-related activities |
Survey—see below Data on length and number of overseas visits normalised to annual figures |
Publishing 2 scientific papers and 0.8 contract reports, and presenting research results at 2 conferences |
Total scientific papers (international
+ local) + books / Total contract reports/ Total number conference presentations/ |
Supervising a university student in post-graduate research every two years |
Total number of students supervised
(as reported to the Manaaki Whenua Board)/ |
Spending 19 days on annual leave and taking 5 days sick leave |
Data from HR database |
Completing 20 hours training |
Survey—see below |
Doing over 5 hours per week of personal exercise |
Survey—see below |
Travelling 4600 km by air and 2300 km by road for work activities in New Zealand |
Annual national air travel from
company database/ Road travel =rental car use per scientist |
Flying 13,000 km to overseas destinations to work or liaise with colleagues |
International air travel from
company database/ |
Receiving total remuneration of up to 14% above the science sector median, though this was still up to 8% below the general market |
Data from HR database. Comparisons with Hay and Mercer science salary surveys and Mercer Remuneration Review (for science sector and general market figures) |
Sharing in the company’s 2003/04 profit with a $770 bonus and a 1.0% base salary increase. |
Data as per email to all staff from Chief Operating Officer – research, August 2004 |
Receiving a company contribution of $94 towards healthcare and $1560 to retirement savings |
Annual company expenditure on
vaccination, health tests, and other health-related expenses/ Annual company expenditure on retirement contributions/ |
Using 8200 kilowatt-hours of energy for heating, lighting and operating equipment |
Total company annual energy use/ |
Producing 4.5 tonnes of carbon dioxide through travel and energy use |
CO2 per FTE for energy (coal, electricity and gas) plus domestic air travel, international air travel, and fuel use (excluding Senior Managers), rental car use per scientist, and mileage, input into the CO2 calculator |
Using 5700 sheets (30 kg) of A4 paper, 150 envelopes, 6 pens, 8 pencils, and 50 paperclips |
Total annual purchase of A4 paper/ Total annual purchase of stationery items/ |
Recycling 70 kg of paper and disposing of 60 kg solid waste |
Total recycling (all paper)/ Solid waste disposal based on skip disposal data from the Lincoln
site (the only site for which we have weight data)/ |
Consuming 2 kg of ground coffee |
Total annual purchase of coffee/ |
Using 5 gigabytes of computer disk space |
Amount of disk space used by parent
company excluding that for web/library/Human Resources/financial system/ |
Obtaining $6,800 of new science and computing equipment |
Capital expenditure budgeted for
science equipment in operating plan/ |
Accessing journals and bibliographic databases, at a cost of $2,300 |
Annual expenditure for purchase of books and journals + subscription
to bibliographic databases/ |
Completing their 11th year working for Manaaki Whenua |
Survey–see below (confirmed by figures from HR database) |
Scientists’ survey
48 staff were selected from a list of scientists from the HR database (one in every 4 names).The survey response was 73% (35/48), representing input from 18% of Manaaki Whenua’s scientists.
A ‘Scientist’ is defined as a member of a Research Team, directly involved in the production of specified research outputs, with postgraduate qualifications of Masterate or PhD.
Survey questionnaire
For the year 1 July 2003 – 30 June 2004
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How many hours did you work last year?
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How many days annual leave (excluding Statutory holidays) did you take last year?
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When did you start working for Landcare Research?
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How many refereed scientific publications were submitted or accepted for publication last year, in which you were:
- lead author
- co-author
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How many contract reports were published last year, in which you were:
- lead author
- co-author
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How many hours did you spend working in the field?
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How many training courses did you attend?
In total, how many hours did you spend on these courses? -
How many overseas trips did you make for work?
In total, how many days did you spend overseas on work related business? -
Approximately how many hours did you spend each week exercising in personal fitness initiatives?
(Please include any exercise, such as running/walking, biking, attending gym or fitness centre, martial arts, dance classes etc)
Good Employer Practice |
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As a Crown Research Institute we have an obligation to be a Good Employer.?Beyond this we wish to excel in our relationships with our staff.?We look to see such excellence reflected in a variety of ways, in:
- caring for staff (Manaaki Tangata),
- rewarding staff,
- providing for their development, and
- providing a safe and healthy workplace.
Manaaki Tangata is shown
- through results of our Staff Satisfaction survey
- through our support of staff diversity
We reward staff through a combination of salary increases and bonuses.
Reward* |
2001 |
2002 |
2003 |
2004 |
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Profit share salary increase |
1.5% |
1.35% |
1.05% |
1.36% |
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Merit salary increase |
3.6% |
3.47% |
3.61% |
1.97% |
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Merit bonus |
0.9% |
0.80% |
0.77% |
0.76% |
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Profit share bonus |
2.2% |
1.81% |
1.24% |
1.42% |
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Total |
8.2% |
7.43% |
6.67% |
5.51% |
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| * % of salary-base | ||||||
Development of staffincludes career development sessions, and training and fellowship opportunities. |
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Training |
2002 |
2003 |
2004 |
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| Direct Training Cost | $382,000 |
$303,000 |
$247,213 |
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| % of salary cost | 1.93% |
1.40% |
1.15% |
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| (target 1.5%) | ||||||
| Average $ per staff member | $858 |
$750 |
$668 |
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Fellowships* |
Funding** |
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2003 |
2004 |
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Reinvestment |
$943,568 |
$360,650 |
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Other |
$425,655 |
$480,755 |
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| Number of staff on a fellowship | ||||||
| Reinvestment | 18 | 14 | ||||
Other |
8 |
9 |
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| Number of new fellowships | ||||||
| Reinvestment | 1 | 0 | ||||
Other |
2 |
4 |
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* ?Post-doctoral fellowships In addition, approximately $0.5m non-specific output funding (NSOF) funding was used to fund research fellowships to bring overseas colleagues to work in New Zealand (Hayward, Manaaki Whenua), to enable Manaaki Whenua staff to work overseas (Manaaki Tangata) and to help 4 Manaaki Whenua staff undertake PhD research. Evidence of our safe and healthy workplace is shown through accident, sickness and health care records: AccidentsWe attained the level of Tertiary Accreditation during the year - one of only 58 companies to do so in the country.?We also reduced our severity and frequency of accidents by over 1/4 though this is still well short of our target.? Our days lost to injury were affected by accidents in previous years - days lost as a result of current accidents amounted to only 20, and are significantly better than those reported for the 2003 year in CRIs. |
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(per million hours worked) |
2002 |
2003 |
2004 target |
2004 |
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Lost time Injuries |
6.4 |
8.70 |
<4.0 |
6.69 |
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Days lost to injury |
34 |
91.0 |
<15.0 |
45.7 |
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Benchmark : Other CRIs |
58 |
82 |
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ACC claims |
2002 |
2003 |
2004 |
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No of work related claims |
36 |
35 |
26 |
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| Total cost of claims | ||||||
- medical |
7,647 |
15,889 |
15,550 |
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- compensation |
5,175 |
13,969 |
4,336 |
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- total |
12,882 |
29,858 |
19,886 |
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Benchmark: All Claims per 100 FTE |
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Property and Business Services |
12 |
14 |
12 |
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Landcare Research |
9.5 |
11 |
6.8 |
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Sickness and Health CareSick leave taken annually has shown an upward trend since 1999. This resulted in the introduction of our Health Care Plan. At this stage benefits of this plan are not evident in our data, and sick leave is continuing to increase, possibly as a result of increased stress levels, apparent from current surveys. |
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Year ending 30 June |
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Sick leave taken per FTE |
1999 |
2000 |
2001 |
2002 |
2003 |
2004 |
3.59 |
4.09 |
4.05 |
4.52 |
4.35 |
5.03 |
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228 staff took advantage of the free preventative check-ups offered through our?health care plan.?In addition, we provided free flu innoculations and melanoma checks.
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